Wage Garnishment

Wage Garnishment Guide For Employers

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Not everyone pays rent on time, pays child support, or pays back a debt in full. Recently, wage garnishment has become a popular option for individuals or businesses to collect on debts or outstanding obligations.  Wage garnishment is rarely a method of first resort, it is time-consuming and stressful, but often creditors are left with little option. Any human resources officer or treasurer will agree, they are never excited to receive papers from the local court regarding a wage garnishment on an employee. Though instructions almost always accompany orders for wage garnishment, it is smart business to have at least a basic understanding of wage garnishments and your duties as the employer. No business wants a minor annoyance to turn into a significant problem due to carelessness.   

  • What is Wage Garnishment? 

First step, as always, is to define wage garnishment. A wage garnishment occurs when a creditor attempts to petition a court to withdraw money directly from a debtor’s paycheck. There are many different types of garnishment but wage garnishment specifically targets the debtor’s income stream via direct deductions from their paychecks. Money is taken out based on a specific amount decreed by a court and a creditor receives this money bit by bit until the debt is repaid.   

Both Ohio and federal wage garnishment law limit the maximum amount that can be taken from a debtor’s paycheck, usually approximately 25% of the wages to be garnished. Also, depending on the date of filing and date a debt accrued, bankruptcy may release a debtor from their obligation to payback a debt. Further, Ohio law provides debtor exemption limits on money and property that are eligible to be garnished. But for employers whose employees are being pursued for a wage garnishment, there are procedures and rules they must follow when they receive official notice of a court proceeding to collect a debt because, at the end of the day, the employer is sending someone else’s hard-earned money to satisfy a debt this person cannot or does not want to pay.     

  • As an employer, what does wage garnishment entail? 

Initially, you will receive a packet of documents from the court. This is usually multiple copies of the affidavit, order, and notice of garnishment and answer of employer, multiple copies of the notice to the judgment debtor and request for hearing, and, usually, single copies of both the interim and final report and answer of garnishee. An employer has anywhere between five and seven business days from the receipt of the court documents to respond to the court, i.e. mail back the affidavit, order, and notice of garnishment and answer of employer respectively. One copy is returned to the court, one is kept for your records, and one goes to the employee. Instructions on how to respond will be on the paperwork and the party filing for garnishment is responsible in filling in certain important information, like the total amount of the debt and rate of interest. The employee subject to garnishment will also receive two copies of the notice to the judgment debtor and request for hearing forms.  

Employers are ordered to begin withholding wage on the first full pay period after the employer receives the garnishment. The amount of withholding is capped at 25% after all allowable deductions are taken out, but the precise amount to be withheld is on the employer to calculate correctly based upon the information provided in the garnishment documents. The garnishment will continue until the debt is paid in full or until a court order is received telling the business toc cease garnishment. Unfortunately, processing wage garnishments aren’t as simple as sending a check to the court. Particular paperwork and accounting must be filed at statutorily defined times, such as a copy of the Interim Report form within 30 days after the end of each employee pay period and Final Report form after the debt is paid in full. Consult with an experienced Cleveland business attorney if you have any questions about your responsibilities or obligations as an employer.  

  • How long must an employee’s wages be garnished?  

An employer must withhold funds until one of the following occurs: 1) the debt is paid in full, 2) the creditor terminates the garnishment, 3) a court appoints a trustee and halts the garnishment, 4) filing of a bankruptcy proceeding, 5) a garnishment of higher priority is received (however, if the higher priority garnishment does not take the maximum amount that can be withheld, the remainder should be used to satisfy the other garnishment.), 6) another garnishment is received from a different creditor and the old garnishment has been processed for a certain length of time as denoted in the local court rules, see an attorney if this circumstance arises.   

  • What if an employer refuses to process a wage garnishment?  

Processing wage garnishments are a pain for businesses and they are only entitled to deduct $3.00 per garnishment transaction. Naturally, the next question is, why do them at all? Well, the wage garnishment documents are essentially an order from the court and disregarding or ignoring them can open a business up to contempt of court proceedings. Contempt can result in fines, damages for attorney’s fees, and court costs, and, in the end, the contempt business will still be forced to process the wage garnishment. Thus, ignoring and failing to respond or process to wage garnishment is not a viable option, and since employers only have a few days to respond, complete and return mail the forms as soon as received. Every business attorney will say the same thing, you don’t have it like it, just do it.  

Note, simply firing the relevant employee is not an option either, an employer may not discharge an employee solely because of a garnishment by only one creditor within any one year. Even in the case of multiple and habitual wage garnishments, always consult an experienced Ohio business attorney before terminating an employee solely for this cause. 

 

Special Needs Trusts

Unique Needs, Unique Solution: Supplemental Services Trusts

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As with most persons with special needs and disabilities, the name of the game is to pay it forward. Unplanned and unthought out self-sacrifice, however, are rarely the proper ways to go about anything. Unfortunately, those families with loved ones with particularly debilitating diseases or affiliations are often solely focused on the here and now in terms of providing care. When asked, was about in 10 years? Or what about when you pass or are too old or sick yourself to provide care, what then? Regularly, these questions, though critically important, are pushed aside because to answer them would require tough choices to be made. Often these families fall back on pithy and often callous responses.  Responses such as, “everything will be fine as long as my child dies before I do” or “my other, more typical children will shoulder the burden and take care of their special needs sibling.”

Special Needs Trusts in a Nutshell

Special Needs Trusts are private agreements that allows a third party, a trustee, usually the family, to manage the assets that are placed inside the trust for the benefit of trust beneficiaries, the special needs person. There are many types of trusts, each with own its unique legal conventions and uses. The critical aspect of trusts in this circumstance is that the assets housed within them usually aren’t counted as a part of the trust beneficiary’s taxable estate. Thus, the resources placed within these trusts can be managed for the benefit of a person with special needs but still allow them to qualify for public benefits like supplemental security income, Medicaid, and other local and state government benefits. This allows grantors, those who create the trust, to provide much need stable and monetary support while still allowing often indispensable social assistance programs for their children, even long after the parents pass. Critically, these trusts seek to supplement income from assistance programs not to replace it, which is important in the eyes of the government because if a family, and by extension a special needs person, can provide for themselves than they don’t need assistance programs.  This theory is echoed in the needs and health-based requirements of many, if not all, assistance programs. The rules and requirements for local, state, and federal government assistance programs can be confusing, contract a local Cleveland area estate planning attorney today to make sure you’re informed enough to make the right choices.

Supplemental Services Trusts

Per O.R.C. § 5122-22-01(D), trusts for supplemental services, denotes the primary requirements of these trusts which allow special needs persons to benefit from them while also receiving government benefits:

“(D) Supplemental services. (1) Supplemental services are expenditures, items or services which meet the following criteria:

(a) The services are in addition to services an individual with a disability is eligible to receive under programs authorized by federal or state law or regulations, and the services do not supplant services which would otherwise be available without the existence of the trust;

(b) The services are in addition to basic necessities for such items as essential food, clothing, shelter, education and medical care, and the services are in addition to other items provided pursuant to an ascertainable standard; and

(c) The services are paid for with funds distributed pursuant to a trust which meets the requirements of section 5815.28 of the Revised Code or with funds distributed from the supplemental services fund created in section 5119.51 of the Revised Code, and the services would not be available without payment from the trust or fund.

The two main takeaways from this passage is that 1) the trust services do not replace government benefits and 2) a supplemental services trusts is the only way a special needs person would get these additional benefits.

In nutshell, a supplemental services trust is for individuals who are eligible to be served by the Ohio Department of Mental Retardation, a county board of mental retardation and developmental disabilities, the Ohio Department of Health, or a board of alcohol, drug addiction, and mental health services. With this trust, trust beneficiaries must be vetted and approved by the State Department of Disabilities or the County Board of Developmental Disabilities. The trust estate, i.e. stuff placed in trust, as of 2015, cannot exceed $242,00o.  Further, Ohio law is strict that the trust assets are used only for supplemental services, those services not provided by government assistance programs. Additionally, another hardpoint with these trusts is that upon the death of the beneficiary, a portion of the remaining assets, which must be at least 50 percent of the remaining balance, must be returned to the state of Ohio to be used for the benefits of others who do not have such a trust. Thus, pay it forward, at least in this circumstance, is written in the rock of Ohio law.

So why use a Supplemental Services Trust?

Again, the best way to demonstrate the value of these trusts is to go into the Ohio code. Per Per O.R.C. § 5122-22-01 (D)(2):

Supplemental services…include, but are not limited to, the following:

(a) Reimbursement for attendance at or participation in recreational or cultural events;

(b) Travel and vacations;

(c) Participation in hobbies, sports or other activities;

(d) Items beyond necessary food and clothing (e.g., funds for dining out occasionally, for special foods periodically delivered, or for an article of clothing such as a coat which is extra but which is desirable because it is newer, more stylish, etc.);

(e) Cosmetic, extraordinary, experimental or elective medical or dental care, if not available through other third party sources;

(f) Visiting friends, companionship;

(g) Exercise equipment, or special medical equipment if not available through other third party sources;

(h) The cost differential between a shared room and a private room;

(i) Equipment such as telephones, cable television, televisions, radios and other sound equipment, and cameras for private use by the individual;

(j) Membership in clubs such as book clubs, health clubs, record clubs;

(k) Subscriptions to magazines and newspapers;

(l) Small, irregular amounts of personal spending money, including reasonable funds for the occasional purchase of gifts for family and friends, or for donations to charities or churches;

(m) Advocacy;

(n) Services of a representative payee or conservator if not available through other third party sources;

(o) Guardianship or other protective service listed in paragraph (C)(9) of this rule;

(p) Someone other than mental health community support staff members to visit the individual periodically and monitor the services he receives;

(q) Intervention or respite when the person is in crisis if not available through other third party sources;

(r) Vocational rehabilitation or habilitation, if not available through other third party sources;

(s) Reimbursement for attendance at or participation in meetings, conferences, seminars or training sessions;

(t) Reimbursement for the time and expense for a companion or attendant necessary to enable the individual to access or receive supplemental services including, but not limited to, travel and vacations and attendance at meetings, conferences, seminars, or training sessions;

(u) Items which medicaid and other governmental programs do not cover or have denied payment or reimbursement for, even if those items include basic necessities such as physical or mental health care or enhanced versions of basic care or equipment (e.g., wheelchair, communication devices), and items which are not included for payment by the per diem of the facility in which the beneficiary lives; and

(v) Other expenditures used to provide dignity, purpose, optimism and joy to the beneficiary of a supplemental services trust.

From the extensive list of available uses for trust assets for special needs persons, it is no surprise that those persons with those trusts live and much more comfortable and fulfilling life than those without. Additionally, these trusts shoulder the burden for parents and sibling for providing much need support and care while also acting as a tool for benefit preservation. There are many options available for those family members with special needs persons, talk to an experienced Ohio area estate planning attorney to find out the best options for your family.

Helping You and Your Loved Ones Plan for the Future

Business Attorney Baron Law

The Difference Between Business As Usual And Bankruptcy. Here Are Two Ohio Laws That All Business Owners Must Know!

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Every business and every business owner should be aware if and how the Consumer Sales Protection Act (“CSPA”) and/or the Home Solicitation Sales Act (“HSSA”) effects their business. On the first day of law school, every new law student learns that ignorance of the law is no defense. The same applies to business owners. In the context of CSPA or HSSA violations, being unaware of the law, which in turn leads to noncompliance of the law, can open you up to thousands of dollars in damages, discretionary rescission of expensive contracts, and ruin your hard-earned professional reputation. The CSPA and HSSA are lengthy statutes which cover a multitude of business and scenarios and, as such, require an experienced hand to walk you through all the wrinkles and hurdles. If your personal knowledge of these statutes is lacking, never hesitate to contact an experienced Cleveland business attorney. A little forethought now, can save you a whole lot later.    

  • What is the CSPA and HSSA? 

The Ohio CSPA is located under Chapter 1345 of the Ohio Revised code. In a nutshell, the CSPA prohibits “suppliers” from committing unfair or deceptive acts or practices in connection with a “consumer transaction.” Naturally who is and is not a “supplier” and what is or is not a “consumer transaction” under the CSPA are pivotal first points of analysis. Further, the CSPA does not stand alone. The CSPA works in conjunction with Ohio’s HSSA. Again, to simplify everything, the CSPA is a list of things considered unfair or deceptive acts or practices and denotes potential avenues for redress of legal grievances for harmed customers. On top of the CSPA, the HSSA also provides an additional list of things considered unfair or deceptive acts or practices and denotes potential avenues for redress of legal grievances for harmed customers but with slightly different triggering circumstances, i.e. the existence of a home solicitation sale, hence the name, and different recovery options for customers.  

  • Why should business owners care about the CSPA and HSSA? 

Many businesses and industries are subject to the laws and requirements of the CSPA and HSSA without even knowing it. Thus, these businesses are running around selling services and completing jobs all the while exposing themselves to massive amounts of potential liability. Remember, ignorance of the law is no defense and all it takes is one persnickety consumer to ruin your whole fiscal year and eat all your profits through litigation.   

In the context of home improvement, residential contractors, HVAC, roofers, electricians, landscapers, concrete work, repairs companies, and other home sale situations, to name only few, if a company has committed an unfair and deceptive trade practice, a consumer often has 1) the right to cancel the agreement, 2) receive a full refund, and 3) depending on the circumstances may not even have to return any materials or pay for any labor already performed.  

The CSPA includes a non-exclusive list of specific acts and practices that are conclusively “unfair and deceptive” and therefore violate Ohio law. The CSPA, via the HSSA, also includes specific “home solicitation sale” remedies, one of which includes a statutory right to a three-day right to cancel period when the contract is signed at the consumer’s residence. Every seller must notify the buyer of his or her right to cancel the sale and provide the buyer with a “Notice of Cancellation” form that the buyer can use to cancel the sale, both the notice and the form to cancel have specific statutory requirements. If the supplier fails to include notice and proper language regarding this 3-day right in the contract or use the proper forms, consumers are entitled to cancel their agreement whenever they wish because the 3-day timer never started. Courts have said in these situations that the right to cancel never expired, even many years after the job was done. Only following the law by delivering proper documents does a supplier start the clock. In turn, this allows homeowners to bring a claim for a refund or to get out of paying money owed on a contract well after the two-year statute of limitations under the CSPA has run out. 

  • Recent changes in the CSPA and HSSA. 

As previously stated, the CSPA and HSSA together represent a list of unfair and deceptive trade practices which often triggers liability for the offending company. Ohio Senate Bill 227, which became effective on April 6, 2017, added a new practice to this list that is conclusively violative, as in if you do it, legally there is no discussion over whether it was “unfair and deceptive” under the CSPA, it just is. This new violation is: 

“[T]he failure of a supplier to obtain or maintain any registration, license, bond, or insurance required by state law or local ordinance for the supplier to engage in the supplier’s trade or profession is an unfair or deceptive act or practice.” 

In short, under current Ohio law, even the most careful and observant supplier can violate the CSPA/HSSA by failing to timely renew any registration, license, bond, or insurance that the supplier is required to maintain under state or local law. As such, ignorance can no longer be the standard operating procedure for services such as HVAC, electrical, plumbing or refrigeration work, and other suppliers of home services. Further, for businesses who use outside contractors or other temporary workers, the risk is even more severe. Now you must be sure not only are you and your employees bonded and licensed, but any contractors have the proper paper work as well, even though technically, they are not your employees. Often courts find the burden is on the business to make due diligence and ensure compliance, responsibility must fall somewhere, and it sure isn’t going to fall on the consumer. 

Furthermore, albeit a more minor change, Senate Bill 227 also updates the Notice of Cancellation requirements under the HSSA to include fax or e-mail options, which the supplier must provide. In turn, the customer/buyer can now cancel the sale by delivering the Notice of Cancellation “in person or manually” or by “facsimile transmission or electronic mail” to the seller. As such, even a minor oversight such as not including fax or e-mail cancellations options on standard forms can open up a world of litigation pain on an unknowing business. 

A law without consequences is a paper tiger. You may ask yourself, who cares if technically my business engages in unfair or deceptive acts or practices. Well, for CSPA and HSSA violations, often customers are entitled to triple damages and attorney’s fees, good for them, bad for business owners. No stretch of the imagination to see a couple of CSPA/HSSA lawsuits can kill a profitable business real quick. Notice, under Ohio law it doesn’t matter if failure of compliance was willful or inadvertent, the only thing that matters is did you break the law. This is why it is important to maintain a good and ongoing relationship with a local Cleveland business attorney. Often the legal requirements for local business are buried deep within local ordinances and administrative code. Remember, what you don’t know can hurt you and, just like everything else with a business, it is on owners to stay current, but most especially, compliant with any recent changes in Ohio law.